Corporate Learning and Training Solutions

Learning - The jnaapti way - How it works

Learning Objectives
Organizations plan for a training to meet various objectives. Here we determine why the training is required by working closely with various stake-holders.
Individuals who need to undergo training come with various skillsets. Here we understand what learners already know and determine the learning plan.
Learning Process
We use a combination of classroom sessions, online instructor led live sessions, self learning, labs and expert one on one coaching to optimally bridge the skill gap.
We verify with the stake-holders if the skill gap has been optimally bridged and whether the objectives have been met.
1. Learning Objectives
Training may be for interns, freshers or people with varied experiences. The learning processes will be customized according to the target audience.
Training may have been planned to meet organizational learning goals, project specific needs, anticipated project needs or employee motivation. The learning and review process depends on the specific purpose.
Training could be on specific technologies like Python, MongoDB, Docker etc or on a combination of these technologies as part of a single program.
Batch Details
Depending on the number of people who need to undergo training, their individual project schedules, project needs, location etc, we determine how to group them into batches.
2. Waypoints
Individual Profile
Depending on the audience, we collect specific details about individuals to create an optimal learning plan. Learning more about individuals helps us in coaching them better.
Individual Skillsets (Before the training)
We determine what learners already know before the training to determine the skill gap.
Learning Plan
We decide a learning plan both as a batch and on an individual basis to determine how to optimally bridge the skill gap.
3. Learning Process
Classroom and Online Sessions
We deliver classroom and online sessions to a batch of learners to help them learn concepts, optimal ways to learn the technology, clear doubts and address queries.
Personalized and Coach Assisted Learning
Our expert coaches work closely with learners to help them bridge their skill gap.
Self-Learning with 24X7 Lab Access
We teach learners best practices on how to learn. We specifically focus on self learning, since in this world where technologies evolve rapidly, we believe this is an important skill that learners must have for continued learning.
Ongoing Assessment
Upskilling progress is determined based on an ongoing assessment. Learners work on activities which have been derived from real-life scenarios and their submissions are reviewed by our expert coaches. Coaches also give inputs on how solutions can be improved and help learners whenever needed.
Concepts, Technology and Application
A good technical training program should focus on concepts behind the technology, the technology itself and the application of the technologies in real-life problem solving. We specialize in ensuring that this balance is maintained.
4. Review
Real-time Reports
Organizations get deep insights into individuals' skillsets and the time remaining to bridge the skill gap. Learning and Development Team (L&D) is periodically informed about batch progress and issues encountered if any.
Deployability Metric
We help organizations match project needs with individuals' skillsets.
Identify fast track employees
Sometimes you miss out to discover gems in your own organization. We ensure that skills of individuals doesn't go unnoticed.
Help learners grow
We get learners to self-review themselves and combine that with performance during the learning process and the reviews of the coach to help them identify their strengths and areas of improvement and help them grow.
We work closely with organizations to understand whether the training objectives have been met and refine the process if any tweak is required to cater to the organization's unique needs.

What are the issues with current training system?

Does not cater to individual's needs
No focus on self learning
Outdated process of validating the training outcome
No recognition of prior learning
Takes same amount of time irrespective of the number of individuals and their skillsets
No focus on intricate cross-connects across technologies